On December 19, 2025, Governor Kathy Hochul signed legislation (Senate Bill S8338) that amended the New York State Human Rights Law (NYSHRL) to expressly recognize disparate impact as a basis for employment discrimination claims. Under the amended NYSHRL, a discriminatory practice may be established by a “practice’s discriminatory effect, even if such a practice was…

Figuring out that you hired the wrong person is always jarring. But what if the “wrong person” was never who they said they were at all? When an employer discovers that a current employee has misrepresented their identity—whether by applying using a stolen name and Social Security number, misrepresenting their identity using artificial intelligence (AI),…

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• Requests for personal information are increasing across Canada, and timelines are tight. HR teams that plan ahead can avoid last-minute scrambles and compliance headaches.
• Whether federal, provincial, public, or private, every regime expects careful handling of personal data and specific timelines and exemptions to consider.
• A clear playbook, trained staff, and mapped data

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• It may be a mistake to assume that state and federal laws governing pay transparency, privacy, background checks, and the use of AI do not apply to seasonal hires.
• The variation in state laws can complicate compliance efforts for multistate employers.

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The requirements of pay transparency laws can vary significantly by…

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• The California Civil Rights Council has received final approval for comprehensive regulations governing the use of AI and “automated-decision systems” in employment, aimed at preventing discrimination.
• These regulations clarify that employers must not use “automated-decision systems” that discriminate against applicants or employees based on protected characteristics under California antidiscrimination laws.
• California joins other

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• OSHA’s FY 2026 budget request includes $582,381,000 in discretionary funding and 1,587 FTEs, reflecting a decrease of $49,928,000 and 223 FTEs from FY 2025.
• The proposed budget emphasizes targeted enforcement in high-hazard industries, modernization of technical support functions, and enhanced data-driven decision-making.
• Significant reductions include the elimination of the Susan Harwood Training Grant

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• Starting June 19, 2025, employees in Ontario with at least thirteen consecutive weeks of employment will be entitled to an unpaid leave of absence for up to twenty-seven weeks in a fifty-two-week period for serious medical conditions certified by a qualified health practitioner.
• Effective July 1, 2025, Ontario employers would be required under

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